As a salon owner, you may be a multitasking master, juggling business strategy, mentoring, marketing, and customer relations roles. But that versatile skill is worthless if you overlook crucial aspects that inspire and satisfy employees and clients. For salon management success, prioritize the following factors influencing your shop’s overall personality and attitude.
Make Team Building a Key Management Approach
Recruiting a manager allowed one salon owner to switch her focus to her staff, which improved her business. Her previous responsibilities included front desk, stylist, and administrative duties. Thanks to her redirected motivational efforts, her shop’s culture is flourishing.
Employee benefits like paid vacation, health insurance, and 401(k)s attract top talent. Interviewees shadow personnel before coming on board. They start with clear bench-marked growth paths. An extensive three-month training program helps newbie stylists sharpen their technical and retail expertise. Anyone receives one extra paid vacation day annually for reaching $100,000 service and $25,000 product sales.
Encourage Stylists to Pursue Hairdressing Careers Instead of Jobs
Honing hairdressing abilities should be an ongoing pursuit, despite skill level and client count. So make continuing education a priority. Urge both green and experienced stylists to learn from co-workers by observing them during downtime.
Persuade them to seek guidance and pose questions about color formula and cutting decisions. Answers help personnel grow and understand what to ask their own guests during consultations to accomplish their expectations. Gaining knowledge constantly brings mutual success.
Delegate Your Weakest Leadership Skills
If you don’t excel at all essential leadership duties, supplement your team with strong employees who shine in your weakest areas. That might involve hiring disciplined financial, detail-oriented, and taskmaster experts. Everything will run better when you focus on your passions and leave your shortcomings to crew members that are more qualified.
Likewise, a convenient application will help your operation flow smoothly. Salon Iris provides all the vital tools to direct your business more efficiently. Popular features expedite payroll with commissions and bonuses, staff scheduling, backbar product usage, and inventory.
Ensure Service Consistency for All Guests
Balance customer-acquisition campaigns with repeat-visit tactics. Set your shop apart from rivals with complimentary scalp and hand massages. No client should watch another relish that free ritual without receiving the same luxurious offer.
Secret shoppers can help you notice if service quality is consistent. You’ll find out which stylists follow your practices and any who don’t so you can provide extra coaching.
Rank Salon Quality over Location Quantity
To many entrepreneurs, opening new locations equals salon growth. But double or split work shifts can increase your revenue without adding extra sites. This strategy combines extending your shop’s hours with shortening daily job durations to six hours.
Solidly booked schedules enable staffer earnings for 30 hours per week to match their previous wages for 40. Instead of burning out employees, give them more personal time to enjoy.
Some stylists find this change difficult, assuming the worst when management cuts their hours. One salon owner realized how important communication is for personnel to feel comfortable about this split-shifting transition. Inviting them to participate in arranging their revised schedules helped everyone embrace the new plan’s advantages.
Survey Your Current Shop before Launching Another One
Before you make the leap into an additional salon, consider a different growth option. Turning half of your breakroom into three new stylist stations may be a better idea. Just by restructuring your existing space, you may be able to expand without adding a separate location. When opening another shop is best, concerns include finding the right spot and obtaining a loan.
More importantly, your shop and brand’s culture must stay intact. That requires daily work at all locations and job levels. Everyone on your company’s organizational chart from managers to interns must support your value proposition. Whenever you need to increase your staff, hire more like-minded team players who embody your operation’s principles.